The Research On The Problems And Countermeasure Of The Implementation Of Performance-based Pay Of The Rural Junior High School Teachers

In December 2008,the state council approved the performance on the implementation of compulsory education learning guidance of wages,decided from January 1,2009,the national compulsory education schools to implement performance salary.Guidance,from central to local governments at various levels are very seriously and quickly issued around the city,the measures for the implementation of compulsory education school teacher performance salary and gradually in the implementation of compulsory education school teacher performance salary reform.In September 2010,according to the personnel department,financial department and education department of Guangdong province on the performance-based pay implementation opinions issued by the compulsory education of Guangdong province school notice(Cantonese hair[2009]No.59)file spirit,Zhongshan issued the measures for the implementation of compulsory education school performance pay of Zhongshan city.According to the provincial and municipal file spirit,the school principals of 6 junior high schools in Xiaolan town took the direct responsibility,set up some bonus salary distribution group to discuss and plan the policy.And in November 2010 the formal implementation of performance-related pay schemes carried out by the competent department for the record approval.In order to complement the abundance of the content of the questionnaire,taking non-executive leadership of six junior high school teachers of Xiaolan town in Zhongshan city as investigation objects,the writer compiled the "teachers on the implementation of the performance salary satisfaction survey" of the questionnaire which included a total of about 25 questions,and also designed an interview outline about the implementation of the performance salary.By recycling to 420 network questionnaire results and interviews with 112 teachers,it was known that performance-based pay implementation in the economic developed areas basically had achieved the expected effect.30.67%of teachers in after the introduction of performance-related pay had increased,46.56%of surveyed teachers were satisfied with current performance pay,54.67%of the teachers agreed the implementation of the performance salary had mobilized the enthusiasm of the teachers.But because the teacher of performance wage policy itself had not been fully understood,many problems had caused after performance-based pay implementation,such as awarding performance salary allocation scheme for schools were not satisfied,and the appraisal system was not sound and so on.It was shown 48%of the teachers were not satisfied with the present merit pay,and 37.33%were not satisfied with school awarding salary allocation.So to further improve the implementation of performance pay,could we truly achieve performance-based pay for teachers' motivation,and the benign development of the school,so as to realize "for one hundred,education for this" ideal.In view of existing situation,this paper presents a clear ideological orientation,standard operating procedure,establishing reasonable scheme and appropriate incentives to mobilize the enthusiasm of the teachers' Suggestions and countermeasures,in order to further improve the implementation of performance pay and lay the foundation for the implementation of teachers' job rotation mechanism.